Tag Archive for: Voices of Experience

Voice of Experience: Jacqueline Lawand, Vice President and Senior Real Estate Portfolio Manager, Voya

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Jacqueline lawand“When hard work and results aren’t recognized by others, which will sometimes happen, you have to advocate for yourself.”

That is the lesson Jacqueline Lawand has learned during her rise at Voya, where she is proud of the fact that she has been able to drive business, and exceed goals, no matter what geographic area she was assigned or their subsequent challenges.

Describing her career path as largely linear, Lawand earned a double major in finance and real estate, completing three internships in the field during her college years. An active member of the Finance Management Association and Real Estate Society groups at her college, she first became familiar with Voya, previously known as ING U.S. Investment Management, during a joint field trip in her senior year. After meeting with the management team, she stayed in touch and ultimately joined the firm right out of college as an analyst.

For the past 11 years she has worked her way up through four different positions, to the one she holds now as vice president and senior real estate portfolio manager.

Along the way she has taken on international assignments, twice spending two weeks in Santiago, Chile which she believes helped pave her way to her current role. Fluent in Spanish, Lawand spent part of her childhood in Honduras, which offered her an international perspective she appreciated exploring through those assignments.

She also earned her MBA at the University of Georgia while working, part of her goal to make herself more valuable to the company. “One key path to success is to recognize your gaps and weaknesses, as well as those in your company, and seize the opportunity to grow and advance by filling those gaps.”

Lean In, Be Yourself to Succeed

One lesson she wishes she had learned earlier in her career is the importance of “leaning in.”

“I wish I hadn’t pulled back but had developed the confidence earlier to volunteer for challenging projects, knowing that I was equipped to handle the curve balls along the way.”

Lawand says that one of the keys to her success has been the sponsors both within and outside the company that have wielded influence and helped her become better established both at Voya and within the industry as a whole.

“It always came to me as a surprise when someone would say, ‘I’ve heard great things about you,’ when I wasn’t even aware someone was advocating on my behalf.”

She also credits robust programs at Voya that foster women leaders with training programs and initiatives and mentoring opportunities.

Both a mentor and mentee, she has found them key for learning new perspectives. “I would definitely recommend that others participate in mentoring programs, whether formal or informal, as the benefits are well worth the time invested.”

Describing the real estate industry as “still very much  predominantly a man’s world,” Lawand says she initially tried to be “one of the guys,” but realized that wasn’t sustainable. “I started to be more authentic and transparent and, as a result, was able to forge better relationships and earn credibility. Being ‘you’ can really help your career.”

Finding Balance

As a new mom, Lawand is learning the challenge of juggling a growing family with a prospering career. “I want it all, but it requires balance, which has been a learning experience for me,” she says, adding that her husband is a good advocate. “He believes in a collaborative approach at home which helps me manage career and family life.”

She and her husband run half marathons together and also enjoy traveling. They have visited South Africa and much of Europe and South America, and the family recently took a trip to Alaska.

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Voice of Experience: Laura Rogers, Director, Executive Business Manager, Information Technology, TIAA-CREF

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Laura RogersYou have to be your own best advocate,” says Laura Rogers. “Sometimes women can shy away from opportunities that they don’t feel ideally suit them, but when you take assignments that are good for your company in the short-term, they can end up being great for your career in the long-term.”

With degrees from University of California at Berkeley, New York University and an MBA from Wharton, Rogers chose a career path in financial services. She has worked for firms such as Merrill Lynch, Citibank, and Cognizant Technologies focusing on leading internal teams make smart decisions based on strong financials and metrics.

Own Your Opinion

Working in the financial services industry after recently graduating can be difficult, especially given its competitive nature. However, earlier in her career, Rogers learned a critical lesson on holding her ground that has enabled her to be successful to this day.

In the period leading up to the financial crisis, when markets were especially frothy, many business units were taking on more risk. Though many in her company at the time wanted to expand into different types of trading, she didn’t believe the right risk management systems were in place in her business unit and advised against some trading they weren’t prepared for, ultimately saving the company millions of dollars in potential lawsuits.

“You have to think about the full vision and take ownership of your position rather than going the easy way,” she says. “I was able to make a significant difference for our division and our clients even though my stance was unpopular at the time.”

Rogers believes that this is a great time for women’s careers, since there is a real drive to engage them and help them succeed. Her advice for women is to have an opinion and own it.

Managing Change through Technology

By owning her opinion, Rogers has continued to carve a successful career path. She joined TIAA-CREF in 2013 and was recently named executive business manager for the production services group, overseeing business management and metrics, the project management office, software licensing and continuous improvement efforts. “TIAA -CREF feels like home to me,” she says, citing the open environment and the company’s mission, unchanged since 1918, to serve those who serve others – focusing primarily on institutions and individuals in the academic, medical, cultural, research and governmental communities. “Its motto of ‘Created to Serve. Built to Perform.’ is a great match for my personality and beliefs.”

In her new expanded executive business manager role, Rogers leads a cross functional IT team which is focusing on analyzing software spend and identifying opportunities for the company to reduce costs. “It’s a role that will allow me to look outside my day-to-day functions and help make a significant difference to our cost structure.”

Rogers says that as IT moves to cloud technology, it will be a game changer in terms of how people engage within the firm. “We are increasingly using the cloud as a complement to our current infrastructure, and incorporating it in such a way that it is seamless to the client.”

Networking for Career Success

Aside from leading cross-functional working groups, Rogers is a strong proponent of cross-functional mentoring. She encourages women at all stages of their career to set up peer networks – both within the company and also outside their particular division and company.

She finds that women have different questions in different stages of their career. This makes it vital to have a group that you can rely on to ask how they handled something, or what worked or what didn’t given a certain situation. “It’s about more than networking,” she says, adding that it’s important to be open and ask for advice, because people want to give it.

She herself has engaged in formal peer-to-peer networking and found it to be a game changer because of the accountability factor. She cites a friend in a similar position in a different company who was reluctant to seek a new opportunity and how Rogers was able to counsel her to try it. “Select someone you trust and seek their advice,” she says. “The further you get in your career, the more reluctant we are to be vulnerable but we still need that guidance.”

Benefits of Women’s Groups

Rogers does not just employ these practices herself, she shares her experiences with her colleagues. At TIAA-CREF, Rogers is involved in three key women’s initiatives.

First, she co-leads a mentoring group that launched in April which has received excellent feedback. It consists of two tracks – women only and mixed groups – with each group having two mentors who work with a group of eight to discuss topics that are both industry-specific and company-related.

Secondly, Rogers is active in the firm’s women’s ERG (Employee Resource Group), which she values because it allows her to get to know others in a wide variety of departments around the company.

And finally, she is excited about TIAA-CREF’s Woman2Woman: Financial Living, an online community where women can connect with both experts and peers to ask questions and share stories and tips related a range of financial topics and goals. “It fits in well with our mission of being created to serve,” Rogers says.

An Advocate for Bone Marrow Donation

Rogers, who is married with three children, enjoys spending time with her family and also is a passionate advocate for bone marrow transplants. While just out of school she volunteered in the pediatric cancer ward of Memorial Sloan Kettering Cancer Center and saw firsthand the immediate benefits of bone marrow donation.

She is a involved with charities focused on this effort including both Gift of Life and Be the Match, and has encouraged family and friends to register for the national bone marrow matching site. “Becoming registered essentially takes no effort,” she says. “If you could save someone’s life, why wouldn’t you?”

Rogers was extremely gratified that her mom in New Jersey was matched with George, a 43-year-old man who lived in England, and was able to save his life.

No matter whether its work related or her personal interests Rogers is a passionate advocate for anything she believes in, owns her opinions and encourages other women to do the same.

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Voice of Experience: Teresa Weintraub, President and CEO, Fiduciary Trust International of the South

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Teresa Weintraub

By Cathie Ericson

“To whom much is given, much is expected.” Those are the words Teresa Weintraub lives by, especially when it comes to mentoring other young women, and she urges her peers to also lead by example.

Weintraub’s career has spanned the worlds of international tax, fundraising and now the wealth management world as the president and CEO of Fiduciary Trust International of the South in Florida, which she joined in 1998.

“Though my path seems circuitous, when you step back, you can see how it’s all connected,” she says. She left her career as a tax attorney when she realized it didn’t offer the flexibility she needed for her young family and her desire to spend as much time as possible with them in addition to activities such as president of the PTA and other roles. As a tax attorney, she gained the technical and analytical skills while her 11 years in fundraising at the University of Miami offered her the community knowledge and people skills necessary to succeed in her current role.

“Though my path seems circuitous, when you step back, you can see how it’s all connected,”

One of her key focuses right now is developing her firm’s Latin American strategy, which she has been working on for the past two and a half years in order to help families from that region, or who either have moved to the United States or have beneficiaries who are residents or citizens of the U.S. The fact is, there are many U.S. nationals who are living abroad who may not realize that there are certain reporting requirements. Her firm has identified a significant market to work with and the goal is to ensure those families will be able to successfully transfer their assets to future generations in the most tax advantageous manner possible.

She is extremely proud of having grown Fiduciary Trust International of the South to be the fifth largest trust company in Florida, with the help and support of her team and her colleagues at Franklin Templeton, the parent company of Fiduciary Trust.

Weintraub knows how vital it is to have a team that you believe in, because as she mentions, as you rise in management and the business grows, it becomes harder to work directly with clients. “You need people in place that you trust to do a great job. If you’ve done your hiring, training and mentoring well, you have those people,” she says, adding that one of her favorite aspects of her position is mentoring and working with young people in the firm and seeing them rise through the ranks.

Advice for Those Starting Out

Though her career path makes sense in retrospect, Weintraub is the first to admit that she never spent too much time assessing career goals or making long-term plans. “I have never felt regret over something I didn’t do because at that time, I didn’t realize it was something I should have been doing.”

She advises women who are starting their careers to speak up and make their voices and opinions heard. “Sometimes a woman who speaks up is considered aggressive, and a man who speaks up is considered smart. That’s an issue that’s still with us, but we are making strides and shouldn’t let that deter women.”

Weintraub says it’s important to work hard, with focus and integrity, and become that go-to person who can be relied on to get the job done. “People will recognize and be grateful for your support and hard work, and that’s when the promotions come.”

“People will recognize and be grateful for your support and hard work, and that’s when the promotions come.”

She hopes that women in leadership positions take the time to mentor, coach and develop other women. Of course, she says it’s important to mentor all young people, male and female, to really coach and pull people aside after meetings to spend time and give feedback – what did they do well? What could they do better?

“When I started, women tended to be harder on other women,” she recalls, appreciating how much that has changed. “We as women didn’t have role models helping us because they were just trying to survive. But since that’s no longer the situation, we need to be good role models — supportive and encouraging.”

Although the industry has matured – she recalls being told to wear dark suits when she first entered the workforce – there are still advances to be made. One area in particular relates to the issue of women and children. She says that although in this generation, you may see just as many men stepping down, only women deal with the prevailing mindset of ‘are they going to be coming back? “How can that be after so many years of women going back to work after having kids, especially when many men have equal childcare roles?” she asks rhetorically.

In past generations, men were expected to work full time, while women did the carpools, but that is no longer the case. Since this generation is more 50/50, with a lot more hands-on fathers than before, leaders have to be aware that men need similar flexibility options. “I believe strongly that we can’t forget the men in this generation.”

Sharing Success with other Women

Weintraub currently acts as global treasurer for the 60 chapters of International Women’s Forum, a global network of preeminent women, whose careers span fields from chefs to writers to educators. She’s also involved in C200, another invitation-only group of entrepreneurial women, and the Women’s Fund, along with other organizations dedicated to helping women and girls. Mostly notably she was on the founding board of the Miami Commonwealth Institute that mentors and trains women in middle management.

“I believe strongly in being a valued member of the community – that could be your work community, the broader community or your family community.”

Weintraub knows she’s been blessed with a large circle of friends and a close family which includes her husband and three kids, a son and two daughters. She and her husband are committed to traveling as much as they can, having enjoyed recent trips to Cairo and Istanbul. “I have met wonderful women from around the world, and it is great to see their countries and learn their cultures,” Weintraub said. “Women around the world have much in common and much to learn from each other. That’s why I believe that mentoring and helping bring up the future generation of leaders is very important.”

By Cathie Ericson

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Voice of Experience: Bin Hwee Quek, Vice-Chairman of PwC Singapore and the Markets Leader of PwC Asia

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Bin Hwee Quek“The barriers to success for women in our profession are sometimes ourselves,” says the Vice-Chairman of PwC Singapore and the Markets Leader of PwC Asia Bin Hwee Quek. “We sometimes believe we cannot reach the pinnacle of our career. This is not always true. It is possible for those who desire it. These women tend to embrace change and always keep an open mind.”

In her current position, Bin oversees all industries and sectors, both in Singapore and in the Asia Pacific Region, including financial services, health, technology, infrastructure and government. “I spearhead the markets and industries initiatives to enhance a high-performance culture and propel growth,” she says. “For each industry and sector, we aim to bring the best solution to our clients through our subject matter experts.”

Additionally she sits on the Global Markets Core Leadership Team which is charged with developing client solutions for the future. The Team identifies megatrends and determines how to help PwC win in the market, which is rapidly becoming more complex, transparent, interdependent and subject to continuous and accelerating digital disruptions.

“I feel privileged to work with talented people on projects ranging from statutory audit to restructuring, debt and equity financing and fraud investigation,” she says. “I am most proud when my team pulls together to deliver the best solutions for our clients and whenever our clients acknowledge our contribution to their success.”

As she has ascended through the hierarchy of PwC, she hasserved in various capacities including Asset Management Leader, Government Leader, Real Estate Leader and Human Resource Leader (Assurance).

With today’s rapidly changing world, full of new technology and disruptions, she is interested in how they work together to create new businesses and drive out old ones. In addition, she is intrigued by Big Data. “It has many secrets yet to be revealed,” she believes. “Data analytics will provide hindsights, insights and foresights to enable faster informed decisions for operational excellence and business growth.”

Advice from the Top

As Bin reflects on her career, she sees that she has always been more externally focused, thoroughly enjoying her work with clients and various government agencies. However, looking back, she believes she would have benefitted from spending more time with her colleagues to take advantage of increased opportunities to collaborate.

She encourages women in the industry to put themselves forward for different roles within their firms and in the network, advising that an overseas stint can greatly enhance work experience. And she believes that women should contribute to their community in areas where they are most passionate. “I strongly encourage everyone to make time in their busy schedule to contribute and to give back to our society,” she says. “Each little bit goes a long way.”

A Philanthropic Mindset

She puts that advice into practice, serving on a number of boards herself, including various Singapore Government statutory boards, such as The Housing and Development Board (“HDB”), where she was honored to receive the Public Service Award from the Singapore Government for her contribution to HDB. “It is humbling to know I have made a difference in the lives of my fellow Singaporeans.”

Other boards she has served on are those for Industrial and Services Co-operative Society and The National Volunteer and Philanthropy Centre, and she currently serves on the boards of Duke-NUS Graduate Medical School and Health Promotion Board, where she chairs the audit committees, and The Maritime and Port Authority of Singapore.

She also has volunteered her time for the prison ministry for the past 10 years, which stems from her belief that everyone deserves a second chance. Further, as president of the Singapore Anti-Narcotics Association (“SANA”), she is a firm believer in keeping Singapore drug-free. SANA is committed to empowering the pillars they have identified as the bedrock of a drug-free society: youth, family and the community. “Together, we can work toward creating a crime-free and drug-free Singapore,” she says.

In her remaining free time, she loves outdoor activities, including skiing, trekking, cycling, playing golf and running, having completed a marathon.

Many of her adventures include her husband and three children, who enjoy spending time together skiing, trekking and snorkeling. “I remember feeling a sense of achievement at the summit of Tiger’s Nest in Bhutan and am looking forward to trekking in Patagonia in September this year,” she says.

By Cathie Ericson

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Karuna Annavajjala, Director, Corporate Systems Technology, TIAA-CREF

Karuna AnnavajjalaKeep an open mind, be willing to try new things and ask for help. For Karuna Annavajjala, this trio has provided the key to her corporate success.

After completing her bachelor’s in engineering in India, Annavajjala came to the United States and earned her master’s degree in computer science. She moved to Columbus, Ohio, to become a developer at a startup company, eventually moving into the role of software architect. She then joined Alliance Data in the marketing technology department prior to segueing into product management. At that point, she realized that she wanted to focus on core strategy as her full-time job, rather than just engaging in special projects or other sporadic engagements, and pursued her Executive MBA from the University of Michigan, specializing in corporate strategy.

After earning her MBA, she worked at Deloitte Consulting in the technology strategy area and then joined TIAA-CREF three years ago in a role that would maximize her years of strategy experience at the intersection of business and technology.

Last year, she assumed a new role at TIAA-CREF, heading up IT teams that support corporate functions, including human resources, legal and compliance. She cites one of her major achievements as establishing solid internal partnerships and providing value as a technology leader for human resources function.

Right now, Annavajjala is working with her team to refresh the company’s technology strategy roadmap and developing the digital strategy for human resources, a project she relishes because of her interest in strategy work.

“It provides the perfect opportunity to partner with leadership on the business side, as I explore what they need and how we can make it happen,” she says.

This is also part of one of the ongoing industry trends that interests her: the increased focus on data centric decisions and the digital user experience.

Career Lessons

As Annavajjala has progressed through her career, she has realized the importance of being in tune with the bigger picture of the department’s function and how it relates to the overall business strategy. In her case, that meant keeping the technology function relevant to the business process change to enable the end to end solution.

“To be successful in a professional environment it takes a combination of skill sets, but one big lesson I have learned and consistently applied that yielded positive results is to always be curious and being a lifelong learner.”

To that end, she encourages her team to always ask questions, especially in the technology sector where it’s imperative to be in tune with the rapid pace of change. “You’ll be amazed at how much you can learn and how much faster things will move forward because you took the time to ask the right questions.”

An Opportunity for Women

According to Annavajjala, the pool of female talent in the technology space is not where anyone would like it to be, but that also offers a positive opportunity for women who excel. “It’s easy to shine if you capitalize on the opportunity because there are fewer women,” she says, adding that more women would bring much needed diversity to the field and adds that more girls and young women would be interested in technology careers if they understood all their options.

As an example, she cites a coding class that one of her middle school daughter’s teachers was holding. At first, no girls signed up for it, but when they created a separate class for girls, it filled up faster than the boys’ class. The girls just needed the chance to try it in an environment they saw as more conducive to their learning. It is important to understand, acknowledge and act on such cultural nuances when educating and encouraging girls to pursue technology learning.

She also finds that many perceptions of the financial services industry are false as well. “The idea that the entire industry is full of male-dominated Wall Street Type A personalities is a stereotype that’s no longer relevant,” she says, though she does add that there are subtler barriers that typically manifest themselves later in one’s corporate career growth.

For that reason, she advises her peers to be bold about sharing their story openly to help others navigate from what they know and have achieved.

Annavajjala is part of the steering committee for TIAA’s IT Women’s Council and a member at large of the women’s Employee Resource Group (ERG), and adds that she is personally passionate about women in technology, and so is keen to continue to serve in the Diversity and Inclusion Council.

Annavajjala believes that these types of programs have to be a “pull,” rather than a “push.” “It can’t be just about the company sending out communications and making opportunities available,” she says, but rather that individuals should be invested enough to want to participate and make time for such programs.

Throughout her career, she has been active in these types of initiatives, including founding the Diversity Committee at Alliance Data. “It was designed to provide a framework and forum for everyone to feel like they have a place for their voice to be heard and share ideas. Each of us has an important perspective, regardless of what we look like or where we come from and it is vital that we express it.”

Sharing Her Passion for Education

Annavajjala carries her passion for STEM and education into her volunteer pursuits, working to make sure that school-aged kids have access to STEM education and new technology and capabilities. She is also actively involved with the BeEducated Movement, a non-profit organization that helps sponsor libraries in rural communities in India, Nepal and Pakistan.

“Kids in those rural communities drop out of school not because of a lack of interest, but because schools can’t provide text books, and families can’t afford them. These rural libraries were established to provide standard text books, job and exam preparation material relevant to their local regions, so kids can graduate school successfully and then aspire for higher education or jobs.”

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Voice of Experience: Pauline Ho, Assurance Leader, PwC Malaysia

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Pauline Ho“Women need to understand that they have opportunities, but there will be sacrifices along the way. It’s not easy: you might have to give up your “me” time to be with the family, and you may have to take a back seat for a short time to concentrate on your family and then return to focus on your career,” says Pauline Ho. “It’s a balance that each person has to figure out for themselves.”

Since 1993, Ho has worked for PwC in the Malaysia office, augmented by a two-year international assignment with PwC UK, working with clients in the energy and utilities sectors among others. She became Partner in 2005 and almost immediately learnt that she was pregnant with triplets. Confined to bed rest towards the end of the pregnancy, she worked from her hospital room until her doctor banned her from conference calls. “I am not one to take it easy. However it is a choice,” she says.

When she did return, she decided to take on client work that didn’t involve much travel demands in addition to taking on what she felt would be a more stable position overseeing Human Capital and Methodology for the Assurance practice.

After three years, she relinquished the Methodology duties in order to oversee larger clients, eventually leading to being asked to lead the Assurance practice for Malaysia – the first female Assurance Leader in Malaysia.

She names this as the professional achievement she is most proud of, overseeing 1,200 professionals which is roughly half the firm in Malaysia.

Right now she is focused on working with PwC on building trust in a competitive marketplace, noting that Assurance is the foundation for that trust. “The audit market is very mature, but we are working to change mindsets to view assurance in a broader lens, to demonstrate the value we can bring to our clients.”

Learning to Take Risks

As she has progressed throughout her career, Ho says that she has learned that it’s ok to make mistakes because trying new things is how you learn. She says that in the past she had taken the approach that if she wasn’t certain about something, she’d better not do it.

That held her back, she says, but as she progressed she had mentors who pushed her along and helped her take on more courageous roles and new challenges.

She cites one time when her Managing Partner asked her who would be suited to take on a new role, and she offered three names, excluding her own, and explained why those people could do the job. When he asked about her, she said that it had never crossed her mind because she wasn’t ready. When he said I think you are the person, I agreed,” she remembers, reflecting on a conversation playing in her mind about other times she had turned down a role because it required too much travel or otherwise was outside of her comfort zone.

Making Strides In Equal Representation

Ho is proud that the firm has excellent female representation at all levels – 60 percent of its graduate intakes are women, along with 40 percent of partners and directors, and even two of the nine executive board members, including Ho.

One area where it is trickier to maintain equality generally, but desired by female millennials, is in mobility since it is more challenging for women to take their family overseas in the Asian culture than men.

She also sees that many women take a break when they have children and it is challenging for them to return. The firm is addressing that by supporting the national “Back2Work” program, where they help women re-acclimate, and the firm also offers flexible working arrangements, which allows people to work a minimum of three days a week..

The board level is another place where she sees women can have an impact. “When people retire from board positions, they try to find others whom they know to take their places, so it’s important for women to remember to do the same for women.”

She is also a believer in mentoring, and recently volunteered to help in a pilot program to mentor young, high-potential women called “Womentum,” an idea that came from her Markets Leader, another female partner on the executive board of PwC Malaysia. “Women need to help each other more, share their stories and let people see that there are successes and failures, and it’s ok to do something out of your comfort zone,” Ho says.

She herself benefited from a mentoring program earlier in her career, when she was fortunate to be assigned by the firm’s former chairman to a female CEO of an international bank in Malaysia, whom she says was instrumental in helping her prioritize what was important and how to make it happen.

Away from the Office

Ho’s triplets, now nine, keep her busy away from the office with their sports and activities. The family also prioritizes quarterly holidays – whether to the beach or the slopes to enjoy family time.

 

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Voice of Experience: Sally Boyle, Partner and International Head of the Human Capital Management Division, Goldman Sachs

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Sally Boyle“The tougher the job, the faster you learn,” says Sally Boyle, who began her career as an employment lawyer before seguing into human resources and now leading that division in Europe and Asia in her current role at Goldman Sachs.

Unlike many women who chart a clear path as working moms, Boyle considered taking a break from her law career before her maternity leave and broached the subject with her female boss. “She instead encouraged me to take a master’s course during that time,” Boyle recalled. Her boss was writing a book on employment law, and suggested that if Boyle chose her topics carefully, she could parlay what she was learning in school into helping her write the book.

“I was a little taken aback when she arrived at the hospital with flowers and an enormous parcel of law books, but it was good advice,” Boyle said. While she found it challenging to study with a baby, overall she felt it was the perfect opportunity to keep herself connected with academic law and her boss.

Within 14 months she had her second son and continued to work towards her master’s degree, and then three years later, she decided it was time to go back to work. Her boss was committed to helping the next generation of women live more flexible lifestyles, and Boyle opted for a part-time schedule, since her barrister husband traveled frequently.

Several years later, deciding to ease back into full-time work, she took an interim job at a smaller firm outside the city. But after three years, she was yearning to be back in London, so activated her network and joined Goldman Sachs in 1999.

The firm was about to go public and having an employment lawyer in the London office was a new venture for them too. “It was the best job in the city. I was giving advice in a territory that spanned different cultures and covered 40 cities.”

Then in 2008, Boyle was tapped to take on responsibility for Goldman Sachs’s Human Capital Management Division in Europe. “I was a little surprised, having been a lawyer all my life, to be offered this opportunity to run a regional HR division. But even though I said I didn’t know that much about it, they expressed confidence I was well suited to the role.”

Her predecessor had moved to Asia to become head of human resources there so with no transition Boyle took the position, coincidentally on the very day that Lehman Brothers met its demise. She became partner in 2010 and now oversees the human resources businesses in Europe, India and Asia.

Taking on Challenges

For Boyle, the professional achievement she is most proud of is pivoting from law to human resources. “I was able to use skills I’d acquired as a lawyer, but also needed to intuitively figure out how to lead since there was no road map.” She said that her role in human resources is much broader than what she had been doing in law – allowing her to oversee everything from gyms to childcare centers, and helping employees with every phase of their careers, from the first time they show an interest in the firm to when they leave, including training and development.

She’s particularly interested in the overlay of the millennial generation and their expectations. “The way that we’re thinking about our biggest asset, our people, has to change, and it’s fascinating to work on new ways to retain and motivate our best people.”

Reviewing her career path, she knows she was able to advance into new areas because she had confidence in other people’s assessment of her. “I wasn’t constantly wondering whether I had the skills to take on a new role; rather I said yes because the people who asked me said I could.”

She has seen the rewards of having the confidence to take the leap into new things and rather than staying complacent. She says that she was fortunate to have strong mentors and sponsors who were constantly helping her see what a smart next step would be.

A Path to the Top

Right now, Boyle is enjoying an aspect of her role helping Goldman Sachs work with women in thoughtful ways to enhance their experience. “I got this mindset from my first boss,” she says. “Rather than having an attitude of, ‘I’ve had it tough and you will too,’ she helped smooth the way.”

To that end, Boyle has worked on programs in Europe at Goldman Sachs designed to engage women on maternity leave and give them a good experience coming back to work. The program connects the manager and woman from the start to talk about expectations while she is gone and when she returns to make sure that she is well integrated during the transition time.

Additionally, Boyle advises women entering the industry to build a strong network not only within the organization but more broadly. Boyle knows this from experience: had she neglected her network, she wouldn’t have gotten the opportunity to work at Goldman Sachs.

“I have confidence that women can do it all — they can be good mothers and good partners and successful workers, but you have to realize that it will be quality not quantity that will get you there.” She says that goes both ways – for family time and for work as well. “Managers need to give employees flexibility and trust them to manage their work.”

Away from the Job

An avid former tennis player, Boyle has recently turned her attention to cycling. In addition, she began golfing several years ago in an effort to join her family in one of their favorite pastimes. “It used to be my family was on the course, and I was at the spa,” she says. “But it’s an addictive game, once you start.”

By Cathie Ericson

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Voice of Experience: Corinne Martindale, Senior Vice President and Head of Product Management, Voya Investment Management

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Corinne Martindale“If you had told me when I was in college that I would have a career in investment management, I would have said that you were crazy! I am a great example of how you sometimes have no idea where the road may take you, but if you allow yourself to be open to new opportunities, you will end up in exciting places and in roles that you never imagined.”

That is how CorinneMartindale describes her career journey. As an English and Political Science major in college, she had dreams of becoming an editor or writer. After graduation, Martindale worked at a public relations agency and then accepted a position at GE Asset Management, which completely changed the course of her career: she learned about the asset management business through various trade support specialist roles and subsequently worked her way up to a client portfolio management position. When an opportunity to be considered for the role of institutional product manager at Voya Investment Management was presented, she saw it as an exciting way to apply the skills that she had learned at GE while immersing herself in a new company. After serving as a product manager, Martindale eventually became head of product management in 2011.

“I have been fortunate enough to work at companies such as GE and Voya, where if you demonstrate that you are a dedicated, hard-working and fast-learning individual, your previous background doesn’t necessarily limit you – they look for certain skills and traits in employees and then assist in developing your additional industry aptitude.”

Along the way, she decided that to successfully continue on her chosen trajectory, she needed to develop additional business acumen and completed the Executive MBA Program at NYU Stern. “It was one of the best decisions I have ever made,” Martindale said. “Those were two of the most challenging years of my life in terms of trying to balance work, life and school, but it provided me not only with the additional skills and tools that I needed to strengthen my expertise and capabilities as a business leader, but it also gave me a new network of professors and fellow students who inspired and challenged me.”

Even though her current position wouldn’t seem to reflect her initial career goals and love of writing and editing, she has found that having those related communication skills are critical and applicable to every role and have greatly benefited her in the asset management industry.

Risks Pay Off

As she looks over her career, Martindale has had a number of professional moments that have left an inedible impact. After only a few years in asset management at GE, she applied for a role that was typically held by individuals with more years of experience. The hiring manager thought she was too young and wanted to dismiss her as a candidate for those with more experience. However, another senior leader who knew Martindale’s work supported her advancement and relayed that she just needed to be given the chance – that she was the type of individual who would put in the hours and effort to overcome the learning curve that this new job might bring.

“I told the hiring manager that I would not let him down and if given the opportunity, I would promise to be a hire that he never regretted,” Martindale recalls, adding that it took all the strength she had not to let self-doubt cripple her as she continued the interview process. She eventually was offered the ‘stretch assignment’ and went above and beyond to overcome the initial perceptions placed on her to achieve success in the position. Though there were times she felt frustrated that she wasn’t immediately viewed in the firm as an expert, she will never forget the note she received from the hiring manager when she decided to leave the firm. He told her she had proved him wrong and that she was one of the strongest hires he had made.

Personal and Team Achievements

From that experience, Martindale learned that sometimes the toughest jobs or circumstances where others may doubt your capabilities are the best opportunities to test your own boundaries and rise to the challenge. “You won’t learn and grow as a business leader if you always follow the ‘safe’ route and only take on projects or jobs where you are already an expert. “

“I also learned how powerful it is to build your own personal ‘brand’ via the work that you produce in your current role and the importance of creating relationships with other leaders within your organization. There are good odds that one day another leader may need to ‘go to bat’ for you or help you advance to a new level. Having proven yourself to these leaders and having established trusting relationships outside your own team will help you in many ways.”

Another achievement Martindale cited was creating and building her current team at Voya. Moving from an individual contributor role to managing a team that initially included peers as well as colleagues with more experience was new ground for her. Martindale realized immediately that there aren’t many resources (or much time) available for training an individual to manage others, even though it offers new challenges and situations.

She has found that helping her team advance in their own careers is one of the most satisfying and meaningful jobs you can have, as you learn from them and see them shine in the accomplishments they deliver to the firm. “It is so important to hire the right people and support the teams that work with you – and for you – because no one can be successful completely on their own.”

Take a Risk for Greater Return

Looking back, Martindale believes it’s ok to not always know what your next title or job will be – that although you should always set goals and milestones for yourself, they can change or veer off course. “For so many years, I knew exactly what I thought I wanted to be and how I was going to get there and when my vision changed, it shook me a little. I have always been a planner when it comes to my professional life but I have learned that there isn’t necessarily one path that you will lead you to the next step in your career.”

For that reason, she advises young women to take a chance on an opportunity that might initially seem terrifying. “Every project, experience or job that scared me or made me nervous turned out to be the best move for me,” she says. “I wasn’t always successful at first but I always learned from those experiences and they propelled me forward and gave me the opportunity to embrace the next challenge ahead.”

Networking for Success

Martindale hasparticipated as a mentor and mentee in the mentoring program at Voya and has found it to be very helpful as a forum to not only learn and grow from the advice and guidance from female peers and leaders but also from male counterparts. However, she finds that much of her valuable insight has also come from the more informal mentoring relationships she has developed over time.

She stresses that you cannot underestimate the power of networking – both internally and externally with professionals within and outside of your own industry. “I have uncovered so many new ideas or new processes from those in other industries that I can apply to my own roles.”

She says that networking can often be one of the first things we sacrifice in our daily routines because it’s difficult to find the time and can often put you outside your comfort zone if you aren’t a social person. But as you progress in your career, having a network of professional colleagues inside and outside of your own firm is vital to being able to advance.

“Every person has a different and unique story about how they got to where they are in their career and I have found that many leaders are usually very willing to share their personal and career experiences. You can gain great insight and advice by listening to the lessons learned by others.”

By Cathie Ericson

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Voice of Experience: Monica Boll, Managing Director, Accenture

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Monica Boll“Be bold about asking for what you want, particularly when you know you deserve it. If you don’t make others around you aware of your career aspirations, they can’t know how to help you get there,” says Monica Boll. “The right time to make your goals known might not be today – it’s different for everyone – but a conversation won’t happen unless you start it. It’s important to find your voice.”

This advice has helped Boll throughout her career, which began working in and around the outsourcing business in a variety of roles involving process improvement, transition, change management and global sourcing. For the past nine years, she has held a variety of functions in Accenture Operations, including leading an HR transformation program, delivering finance and accounting, procurement and marketing services and cost management initiatives. Currently a managing director in Accenture Operations, Boll leads accounts in the Financial Services and Communications, Media and Technology industry groups and manages a team of 250 Accenture associates in India, Costa Rica and the United States.

As such, she is on the forefront of seeing how technology is disrupting industries in a positive way in her various roles. In Accenture Operations, it’s the use of automation – for example, robotics to improve quality, turnaround times and overall customer experience or leveraging a cloud-based solution to deliver a new capability or system to a client. And in Financial Services, it’s disruption through the advancement of digital services like Apple Pay – what will life will be like without cash? How will purchases and sales be funneled through a smart phone versus a computer or other system? “It’s fascinating to me how quickly technology is advancing and then, on the flipside, how we always need to be trend spotters in order to remain relevant and stay ahead.”

Women in Finance

Boll has recognized that across all of the industries in which she’s worked, there is a severe shortage of women in senior leadership positions. She notes that in the financial industry, for example, the barons in centers like New York, London and Hong Kong have been men, with rarely if ever a woman to be seen at any leadership level. “True or not, most women believe that they have to exert more effort to prove themselves; history shows it takes much longer to achieve parity. Women have to work a lot harder and be a lot smarter to be recognized,” she says.

In addition, she notes the increased obligations outside of the office that traditionally fall to women, from bearing children to raising a family and caring for aging parents, and how striving to achieve balance among the demands of work and life make it harder for a woman to succeed.

However, it is a career where the rewards are vast for those who push past these barriers. She advocates that young women be bold by being innovative, vocal and open to learning as much as they can all the time, as well as by actively volunteering for work opportunities to improve their skills. “They should treat themselves as an equal to their male counterparts,” Boll says.

In addition, Boll hopes that senior women will be more supportive of one another. “Only we have the direct experience and have lived or recognize the limitations that women might face in their professional careers,” she said. Because of that, they need to advocate for young professional women and dedicate the time to coach and mentor them so they can advance faster, and more effectively, than they would on their own — to help young women navigate a professional world that can be, or appear to be, incredibly complex.

Paying it Forward

Boll walks the talk in all those areas. Looking back on her career, she is most proud of how she’s been able to leverage her industry experiences – those at Accenture and previous roles – to be the executive sponsor of the Accenture Operations North America Inclusion & Diversity mentoring program.

“It is a rich and gratifying experience, and I am particularly passionate about this because it focuses specifically on both men and women from diverse and LGBT backgrounds, a reflection of what I offer as a woman who is LGBT and Hispanic.” The program focuses on mentoring in various ways: professional development, work-life balance, career management and even reverse mentoring.

Boll also acts as a sponsor in the mentoring program which is gratifying because of her positive experiences as a mentee. “I have had a variety of excellent mentors and role models throughout my career who have helped me become the person I am today – both professionally and personally. I am very passionate about paying it forward to the next generation.”

Accenture has a number of programs in place to further that mission. The company has a global women’s theme, “Defining success. Your way.,” which is designed to encourage the more than 115,000 women at Accenture to find their own paths to professional and personal success by supporting their goals and aspirations and striving to provide an environment and culture that empowers women and enables them to thrive.

Speaking Out For LGBT Rights

Boll is actively involved in the firm’s LGBT initiatives, including the New York and Atlanta LGBT Employee Resource Groups (ERGs) which help bring the LGBT community and allies together for leadership development training, networking, mentoring, information sharing and recruiting activities.

Earlier this year Accenture joined more than 300 companies in signing an Amicus Curiae brief urging the Supreme Court to affirm that all couples share in the right to marry. “I am extremely proud to work for Accenture, a company that offers its people and their partners, regardless of sexual orientation, access to the same benefits.”

On a personal note, she and her wife Ellen were associate producers of a feature film “Love is Strange,” a story about love and a network of friends and family that come together to support a married gay couple during a time of need.It premiered last year at the Sundance Film Festival and went on to achieve global acclaim. “For me, that was a great opportunity to take a risk on something topical – gay rights – and something that I’m passionate about. We wanted to be, and indeed it felt like we were, part of the movement that will lead to the Supreme Court case on gay marriage to be decided this summer.”

She and her wife have been together for 23 years and married since 2012. They are involved with the Human Rights Campaign, the Trevor Project and the True Colors Fund which works to end homelessness among LGBT youth.

When they are not splitting time between Atlanta and New York for work, they make the commitment to take an annual vacation to somewhere exotic. She also describes herself as a huge tennis fan: “a formal recreational player, an avid spectator, and one who one day will pick up a racquet again.”

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Voice of Experience: Fangfang Chen, Senior Vice President, State Street

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Fang Fang Chen“Because we are all different, there is not just one model that works the best. You can succeed with many different leadership styles, and you have to find the one that’s true to you. Acting like ‘someone else’ is challenging and creates too much pressure over the long run,” says Fangfang Chen.

Chen’s own personal style has been built by constantly taking on new challenges in her many career roles. She attended school in China and then came to the United States to earn her MBA at Yale. Planning to stay for only a few years, she ended up staying for 13, embarking on a consulting career and then moving into financial services with AIG and Fidelity Investments before joining State Street in 2007 with the global strategy and new venture group in Boston.

Her eight-year journey at State Street has not been a static one – it has spanned three countries and four different roles. Since it was always her plan to eventually move back to Asia, her first strategy role seemed like a great fit to understand the critical issues the organization was facing and to garner the exposure needed to a diverse and seasoned network.

This role allowed her to build a strong network with senior executives globally, and so when the head of State Street for Asia Pacific region heard of her interest in returning to China, he hired her in 2010.

Chen spent a year in Hong Kong running strategy, and was put up for promotion to senior vice president seven months after she took on this role. When her company opened a bank branch in China, she said she was pleased that her manager had the confidence to move her to Beijing to become deputy general manager. She enjoyed the diversity, as it was a completely different job from her previous strategy role to manage and grow a small branch, in addition to interacting with regulators and clients.

Fast forward a few years, her manager offered her a chance to move back to Hong Kong and assume a chief of staff role, which she seized on as a “great opportunity to work with a smart man and build new skill sets.” Her work involves driving organizational alignment to develop and execute business strategies and management priorities.

“My role is less about tangibly executing a particular strategy and more about navigating the company to build consensus and support to achieve end goals we have set.”

Willingness to Take Risks

Chen said she has always been proud of her desire to take the risk to try new things and not be afraid of failing when taking on something new.

“I’ve never been bored. Moving from location to location and taking on different roles is what has kept my experience fresh,” she said, adding that the organization is one where they encourage mobility and are willing to let their employees take the risks inherent in a new role. “They have the confidence to stretch you and develop you further.”

Her desire to learn new things comes from the excitement of seeing the “nervousness because you don’t know what you’re doing replaced by the sense of accomplishment when you master it.”

A Culture That Needs More Women

As she has climbed the career ladder, Chen has noticed an interesting trend among women. They enter the field in equal proportion and many times even grow faster, but then they plateau, whether from family obligations or other forces. “We need more role models at the top levels to help other women see how they can navigate organizations and respond to the tough questions. Sometimes I feel like I’m working in the dark, and having more women would help illuminate the path.”

Chen believes that authentic leadership is more sustainable in the long term but that women need role models to help them determine their own style.

At State Street, Chen has led the regional initiative of winning State Street the nomination by Asian Pacific Economic Corporation (APEC), as one of the 50 leading companies for women; just one of three American companies selected.

While Chen has long been focused on women’s issues, she recently took a leadership role in the State Street’s Women in Leadership program in Asia Pacific. This program focuses on three different yet interconnected initiatives: “Pay it Forward,” a structured mentoring process for younger women that helps them navigate substantive issues; Professional Women’s Network, which focuses on helping female staff build skill sets in areas such as presenting and networking; and a sponsorship program where key female talents are matched with senior executive sponsors to expand their roles and responsibilities. She also works with organizations such as Women’s Foundation in Hong Kong to build broader networks and sponsorship opportunities.

Helping Hands

For a woman to develop a sustainable career, a support network is absolutely critical. Chen says she is fortunate that her husband is sharing half of the family responsibilities and her parents are lending hands to help out.

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